Mike Cardus
OCTOBER 22, 2023
Conserving Emotional Energy: Quickly move on without engaging in emotionally taxing conversations. Clichés such as ‘There’s no ‘I’ in ‘Team’’ aim to marginalize individual voices in favor of a unified, often suppressive, organizational narrative. Organizational Dynamics , 35 (2), 150–160. The Power of Diversity in Organizations.
Strategy Driven
DECEMBER 20, 2010
This common organizational behavior ultimately corrupts decision making as senior managers make decisions based on inaccurate information derived from prospects who were not fully candid and salespeople who are not in an objective position to gather and share unbiased information.
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N2Growth Blog
APRIL 28, 2014
The future is also measured on a five point scale, known as the Five Ws Agenda, to ensure the required behaviors remain aligned with the target objectives: 1) WHO will be impacted – benefited, limited or eliminated by your actions? 2) WHAT are you applying your energy and resources against? 3) WHERE are you going? Here they are: 1.
Harvard Business Review
MAY 30, 2012
This can work reasonably well if the right mix of aggressive risk-takers and cautious risk-avoiders are present, and if the traditional rules encourage optimal organizational behavior and evolution. People with unpopular ideas about risk may be eliminated or marginalized, depriving the organization of essential diversity.
Harvard Business Review
SEPTEMBER 4, 2014
MBA programs responded by expanding their offerings in areas such as strategy, organizational behavior and leadership. In my first job after business school I interacted with a very diverse range of communities, and while I never misled anyone about the fact that I had an MBA, I didn’t advertise it either.
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